Google Jobs Postings

By e-Recruitment on 9 Nov 2017

Recruiters often ignore the basic rules of posting jobs on the job sites.

Firstly it is important that the Job title should clearly indicate who is hiring, for what position they are hiring and at what location. Once you have posted the job, make sure that your job is added to the job sitemap

Secondly proper formatting and description in the form of paragraphs and bullet points would make your job posting easy to read and apply.

Thirdly don’t forget, if there is an option of adding videos to your job posting, that is a great opportunity to showcase your brand and attract talent

Valid job posting examples:

Floor manager at a particular department store. Company is valid, and it’s a named role.

Checkout associate for a particular grocery chain. Company is valid, and it’s a general role.

Clerical job for a placement agency. Although the final company is unspecified, the agency is the hiring party and is described.

Recruiter ad with an apply flow where the company is unspecified. This is acceptable because the role is well-defined and the company does exist, even if it is not revealed.

A restaurant hiring kitchen staff in a single posting. Though the job titles may include positions such as line cooks, dish washers, waiters, the overall role is the same and they’re subject to the same hiring process.

A barista posting that is always hiring. Blanket postings for “always hiring” jobs are acceptable.

Invalid job posting examples:

Career fair invitations.

Recruiter advertisements without a way to apply.

Resume drops that collect candidate data, but aren’t currently hiring.

Advertisements for your business disguised as job listings, such as broad career pages or other offers for services.

Postings that require payment to interact with them because job seekers can’t apply directly online.

Postings where the structured data is inconsistent with the visible content of the page.

Adding job posting structured data to pages that aren’t job postings.

Providing false structured data around the company or location that make the job appear close to job seekers.

Providing false links that ask job seekers to apply that are substantially different from what job seekers would see browsing your website.